Deze samenvatting bevat een uitgebreide inhoudstafel van het vak Human resource Management in derde bachelor TEW, major Personeel & Organisatie. Alle figuren werden toegevoegd, eigen uitleg en info van de slides. Dit document hielp mij de structuur in de slides te herkennen en een goed overzicht va...
DEEL 0 HRM IN EEN SNEL VERANDERENDE WERELD.........................................6
1. HR “COMMON SENSE”...................................................................................................... 6
2. TRENDS (GEEN LEERSTOF).................................................................................................6
2.1. Corporate Social Responsibility.............................................................................6
2.2. Deeleconomie, peer-to-peer economy..................................................................6
2.3. Technologische (r)evolutie, digitalisering, robotisering.........................................6
DEEL 1: HRM, ANDERS DAN GEWOON PERSONEELSBELEID................................7
1. HRM: THEMA’S NAAR PRIORITEIT.......................................................................................... 7
BCG-matrix.................................................................................................................. 7
HR-barometer (Hudson & Vlerick Business School)......................................................7
2. WAT HRM “ANDERS” MAAKT............................................................................................... 7
2.1. personeelsbeleid 1945-1995.................................................................................7
2.1.1. personeelsbeleid of non-beleid?................................................................................... 7
2.1.2. Taylorisme.................................................................................................................... 8
2.2. zes kenmerken...................................................................................................... 8
2.2.1. menselijk kapitaal als bron van opbrengsten................................................................8
2.2.2. Verankering van HRM in de ondernemingsstrategie (vertical fit) =
Contingentiebenadering......................................................................................................... 9
2.2.3. Uitbreiding van de rollen die HR moet vervullen...........................................................9
HR-bashing......................................................................................................................... 9
Vier managementrollen voor HR – Ulrich............................................................................9
van hulpkoook naar sous-chef? Aanwezigheid HR in bestuursorganen.............................10
Vijf competentiedomeinen van HR – Brockbank, Ulrich & James.......................................10
2.2.4. Een nieuwe taakverdeling in de HR community..........................................................10
Model van Ulrich toegepast.............................................................................................. 10
Trends.............................................................................................................................. 10
HRM without HR-managers? of ademruimte voor strategisch hr?.....................................12
Tijdsbesteding (Boudreau & Lawler)................................................................................. 13
2.2.5. Aandacht voor interne consistentie (horizontale fit) = belang van consistentie..........13
2.2.6. Integratie van werknemers- en organisatiebelang = belang van congruentie............13
DEEL 2 PERSONEELSPLANNING.....................................................................14
1. EVOLUTIES IN VRAAG EN AANBOD VAN ARBEID.....................................................................14
1.1. wervingsplan....................................................................................................... 14
1.2. afvloeingsplan..................................................................................................... 14
1.3. flexibiliteitsplan................................................................................................... 14
2. PERSONEELSPLANNING: EEN BASISMODEL............................................................................15
2.1. factoren die de vraag beïnvloeden......................................................................15
2.2. factoren die het aanbod beïnvloeden..................................................................15
Personeelsverloop................................................................................................................ 15
Bedrijfsdemografie............................................................................................................... 16
Vergrijzing........................................................................................................................ 16
Nuances........................................................................................................................ 16
Snel wijzigende leeftijdsverdeling................................................................................. 17
Risico’s............................................................................................................................. 17
3. ARBEIDSMARKTSCANNING................................................................................................. 17
3.1. studie van externe arbeidsmarkt........................................................................17
3.2. relevantie in verschillende situaties....................................................................17
4. AFVLOEIINGSPLAN (DOWNSIZING ALS PLANNINGSVRAAGSTUK)..................................................18
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, 4.1. wanneer het fout gaat (10 frequente fouten bij herstructurering)......................18
5. FLEXIBILITEITSPLAN ALS PLANNINGSVRAAGSTUK....................................................................18
5.1. de instrumenten................................................................................................. 19
5.2. keuze benodigde capaciteit................................................................................19
DEEL 3 INSTROOM EN WERVING VAN PERSONEEL...........................................20
1. INSTROOM VAN PERSONEEL.............................................................................................. 20
1.1. werving en selectie: een procesoverzicht – trechtermodel.................................20
1.2. werving versus selectie.......................................................................................20
1.3. een procesoverzicht in meer detail.....................................................................20
2. WERVING VAN PERSONEEL................................................................................................ 21
2.1. organisatie-attractiviteit.....................................................................................21
2.2. het belang van een aantrekkelijk werkgeversimago...........................................21
2.3. een procesoverzicht in meer detail: wervingsfase..............................................21
2.3.1. afbakenen van doelgroep........................................................................................... 21
2.3.2. opstellen van boodschap............................................................................................ 22
2.3.3. keuze wervingskanalen.............................................................................................. 22
3 performantieindicatoren voor wervingskanalen.............................................................22
Werving en selectie van young graduates (voorbeeld).....................................................23
Interne vs externe werving: pro en contra interne werving..............................................23
Formele wervingskanalen................................................................................................. 23
Informele wervingskanalen............................................................................................... 23
Cijfers Vlerick – marktbereik............................................................................................. 23
Een typologie: Van Hoye................................................................................................... 24
‘Post-hire’ effecten........................................................................................................... 24
What about social media?................................................................................................ 24
, 2.5.2. Leidinggevende functies – de grote variatie van taakgebieden..................................32
2.5.3. In-basket.................................................................................................................... 32
2.5.4. Voorbeeld leaderless group discussion....................................................................... 32
2.6. Assessment center..............................................................................................33
2.6.1. Fase 1- inventarisering............................................................................................... 33
2.6.2. Fase 2 – Operationalisering........................................................................................ 33
2.6.3. Fase 3 – Uitvoering..................................................................................................... 34
2.6.4. Fase 4 – Eindevaluatie................................................................................................ 34
2.7. Kritische reflectie................................................................................................34
2.7.1. Schmidt & Hunter: Voorspellende validiteit (t.a.v. functieprestatie)...........................34
2.7.2. Selectie: 2 belangrijke criteria.................................................................................... 34
2.7.3. Prestaties = multidimensioneel begrip....................................................................... 34
DEEL 5: PERSONEELSBEOORDELING (PERFORMANCE MANAGEMENT)...............35
1. BEOORDELINGSVORMEN................................................................................................... 35
1.1. Prestatiebeoordeling........................................................................................... 35
1.2. functioneringsgesprek (functioneringsbeoordeling)............................................35
1.3. potentieelbeoordeling........................................................................................35
2. UITDAGINGEN................................................................................................................ 35
3. SYSTEEMTECHNISCHE CRITERIA.......................................................................................... 35
4. BEOORDELINGSTENDENTIES.....................................................................................36
5. BEOORDELINGSMETHODEN.......................................................................................37
5.1. Objectieve criteria of subjectieve criteria............................................................37
5.2. Rating of ranking?............................................................................................... 37
5.2.1. Vergelijkende methoden............................................................................................. 38
Gedwongen verdeling – variant 1..................................................................................... 38
Gedwongen verdeling – variant 2..................................................................................... 39
Gedwongen verdeling – variant 3..................................................................................... 39
5.2.2. absolute methoden..................................................................................................... 40
Waarderingsschaal........................................................................................................... 40
Verankerde waarderingsschaal of Behaviorally Anchored Rating Scale (BARS)................41
Keuzesysteem.................................................................................................................. 41
6. WIE BEOORDEELT?.................................................................................................... 41
6.1. MULTI-RATER SYSTEMEN - 360° FEEDBACK........................................................41
6.2. BEOORDELINGSGESPREKKEN VERBETEREN: ADVIEZEN......................................41
DEEL 6 BELONINGSVORMEN..........................................................................42
1. FUNCTIELOON................................................................................................................ 42
1.1. Samenstelling: functie – vast – individueel..........................................................42
1.2. functiewaardering...............................................................................................42
1.2.1. Universeel Systeem Berenschot (USB).......................................................................42
1.2.2. Gezichtspunten HAY................................................................................................... 43
1.2.3. Rangordening van functies......................................................................................... 43
1.2.4. functie- en loonclassificatie........................................................................................ 43
1.2.5. kritische reflectie........................................................................................................ 43
2. VERLONING NAAR ANCIËNNITEIT......................................................................................... 44
2.1. moderne toepassing........................................................................................... 44
2.2. Waarom is anciënniteit zo belangrijk geworden als grondslag van
loonverschillen? (pro)................................................................................................. 44
2.3. Waarom is er zoveel kritiek op anciënniteit als grondslag van loonverschillen?
(contra)...................................................................................................................... 44
2.4. Loonspanning voor arbeiders & bedienden – voorbeelden..................................45
2.5. Aandachts- en zorgpunten..................................................................................45
2.6. conclusies.......................................................................................................... 45
3. DIRECTE VORMEN VAN PRESTATIEBELONING.........................................................................45
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, 3.1. stuk- of commissieloon.......................................................................................45
3.1.1. Samenstelling: Prestatie – variabel – direct – individueel............................................45
3.1.2. PRO............................................................................................................................ 46
3.1.3. CONTRA...................................................................................................................... 46
3.2. Multifactorbeloning.............................................................................................46
3.2.1. samenstelling: Prestatie – variabel – direct – collectief...............................................46
3.2.2. Sterkte/ ZWAKTE........................................................................................................ 46
4. INDIRECTE VORMEN VAN PRESTATIEBELONING.........................................................48
4.1. merit pay............................................................................................................ 48
4.1.1. samenstelling: prestatie – vast/variabel – indirect – individueel..................................48
4.1.2. problemen bij het meten............................................................................................ 48
4.1.3. problemen bij feedback.............................................................................................. 48
4.1.4. problemen met timing................................................................................................ 48
4.2. Verwachtingstheorie........................................................................................... 49
4.3. Samenvatting van onderzoek.............................................................................49
5. COMPETENTIES ALS GRONDSLAG..............................................................................49
5.1. competentiebeloning.......................................................................................... 49
5.1.1. stap 1: competenties definiëren................................................................................. 50
5.1.2. stap 2: gedragsindicatoren uitwerken in niveaus........................................................50
5.1.3. voorbeelden............................................................................................................... 50
5.2. beperkingen........................................................................................................ 50
5.3. voordelen............................................................................................................ 50
6. FLEXIBEL BELONEN (CAFETARIEPLAN)..................................................................................51
6.1. voorbeeld uit nederland......................................................................................51
6.2. effecten.............................................................................................................. 51
6.3. functies van beloningssystemen.........................................................................51
TALENT MANAGEMENT..................................................................................52
OPKOMST VAN TALENT MANAGEMENT (TM)..............................................................................52
The War for Talent – McKinsey...................................................................................52
POPULARITEIT VAN TALENT MANAGEMENT VANDAAG FENOMEEN IN DE PRAKTIJK...............................52
1. Talent programs..................................................................................................... 52
2. TM = big business.................................................................................................. 52
3. TM = topprioriteit................................................................................................... 52
EXCLUSIEF TM KERNIDEE: COMPETITIEF VOORDEEL DOOR DIFFERENTIATIE......................................53
definitie...................................................................................................................... 53
principe van wederkerigheid......................................................................................53
principe van personeelsdifferentiatie.........................................................................53
KRITISCHE BEDENKINGEN..................................................................................................... 53
kritische bedenking 1: empirisch bewijs? systematische review................................53
kritische bedenking 2: wat met de werknemers die niet geïdentificeerd worden als
talent? inclusief TM als tegenreactie..........................................................................56
ANDER PERSPECTIEF: REALISATIE VAN ONBENUT POTENTIEEL OP HET WERK....................................57
THEMA 1 BELGISCH SOCIAAL OVERLEGMODEL................................................58
1. WAT IS SOCIAAL OVERLEG................................................................................................ 58
1.1. historiek.............................................................................................................. 58
‘Dertig gloriejaren’ (1944 – 1970)......................................................................................... 58
vanaf 1973 (crisis) ‘de omwentelingsjaren’.......................................................................... 58
21e eeuw: niewe maatschappelijke uitdagingen...................................................................59
1.2. organisatie.......................................................................................................... 59
actoren in het sociaal overleg.............................................................................................. 59
Actoren langs werkgeverszijde......................................................................................... 59
actoren langs werknemerszijde........................................................................................ 59
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